HR as a Business Partner
You’ve likely heard that YOU, the HR professional, are a strategic business partner. But what does that really mean? When your fellow team members mention the strategic direction of the company, where do you fit in?
Human Resources brings a great deal of value to an organization. The profession has changed significantly over the past 20 years. Today’s HR Pro is expected to not only wear multiple hats associated to an employee’s life cycle, but also act as a business leader, one who can guide an organization through and around a continually changing economic landscape.
The primary goal of this course is to help you understand what business strategy is and how you, the HR pro, can act as a mighty force multiplier in its implementation. After setting the foundation with key terms, the focus will turn to the importance of communication and explain what expertise you provide in People Development, Organization Structure and Change Management.
Take this course to better understand your value and role as a strategic business partner. As a result, you will lead your team and workforce to the successful implementation of its business plan and achievement of its key performance objectives.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.0 HR (Business) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Title: HR’s Role in Implementing the Strategic Plan
Module: Strategic Planning
I’m going to say something that may sound a little shocking…drafting a strategic plan is easy. Many organizations have strategic plans. Unfortunately, what happens with them is they are put on a shelf, gather dust, and are often forgotten about completely! The really hard work is in the strategic plan’s implementation!
This is where you, the HR business partner comes into play. The value-add for your organization that Human Resources provides is expertise in the area of People Development, Organization Structure, and Change Management.
Human resources expert, Dave Ulrich, has said, “The successful organizations will be those that are able to quickly turn strategy into action: to manage processes intelligently and efficiently: to maximize employee contribution and commitment; and to create conditions for seamless change.”
It is exciting to be in a profession that offers so much value to the implementation of a strategic plan, isn't it? Let’s talk about each of these.
People Development. While this is not a course on talent development per se, organizations cannot expect a successful implementation of their strategic plan without the proper talent to get them there. Your organization’s learning and talent acquisition functions are two of the most pivotal areas to provide value in the strategic plan implementation.
As you begin to plan your talent needs for your strategic plan, Human Resources can provide leadership for the Knowledge, Skills and Abilities that’s necessary for all future work. Think about that! Often my students ask me, what does HR really “produce”? HR produces human capital knowledge, skills, and abilities for the organization to accomplish its vision…now that is value.
It is the learning function within HR that has the expertise in producing knowledge and skills. It is up to your Learning and Development Specialist to understand the strategic plan and then ascertain performance and behavior gaps to develop new learning to fill those gaps. If you’re an HR department of one or two, put your L&D hat on!
Abilities are a little trickier. Often your talent acquisition team can help fill the “abilities gap.” You might be asking…how are skills and abilities different?
Well, think of it this way, skills can be trained…abilities can too but there is a natural component to abilities. For example, I can shoot a basketball, but I’m not Michael Jordan…I can ice skate, but I’m not Wayne Gretzky.
Often times to achieve your strategic plan your organization is in need of very specific abilities to get them where they need to be. And the people with those abilities may be found outside of the organization, therefore, talent acquisition strategies should be an appropriate solution for hiring certain abilities and competencies you need to see your strategic plan through to implementation.
It is impossible to train all Knowledge, Skills and Abilities when implementing a strategic plan. Many organizations try to create training courses that employees can pull from a Learning Management System (an LMS) or push courses to them because of a requirement.
Oftentimes there will be moments when employees come across problems without a course to help them solve it. I would like to propose an alternate route to learning and development in the next section focused on Case Studies.
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Scott has spent nearly two decades in the human resources, learning and organization development professions. Scott has led multiple organizations and has taught hundreds of students on effectively creating and implementing business strategy, managing change, and designing effective learning solutions.
Scott is also an Associate Adjunct Professor of Training & Development, as well...